(approved by Council Resolution CR127/2010). This stipulation was important in reaching an agreement with CANUE and ending the drive for union certification.

Specifically the Memorandum of Agreement signed by the Civic Association of Non-Union Employees (CANUE), the Corporation of the City of Windsor (the Corporation) and the Corporation of the City of Windsor Professional Employee Trade Union (CCW PETU) states...

“The Corporation will agree to conduct a market salary review commencing in 2010 and thereafter every three (3) years for CANUE employees, and that salaries will be maintained at no less than 50% percentile of the comparator municipalities using th e methodology used in the 2007 market salary review.”

During the February 27, 2012 Executive Committee meeting of City Council, the following recommendation was approved ... ”THAT the Corporation of the City of Windsor BE DIRECTED to conduct a salary market comparison review every two years for CANUE employees, the Corporate Leadership Team and the Chief Administrative Officer.” This recommendation was reaffirmed at the March 5, 2012 City Council Meeting through M145-2012 and again in the August 2013 Terms & Conditions of Employment signed between the Corporation & CANUE which noted as follows:

“The Corporation will conduct a market salary review in 2013 and thereafter every two (2) years for Civic Association of Non-Union Employees, and the parties agree that salaries will be maintained at no less than the 50% percentile of the comparator municipalities using the methodology used in the 2010 market salary comparison. In keeping with this agreed methodology, unless as mutually agreed upon by the parties, any salary adjustments required as a result of the market salary comparison will be retroactive to January 1 st of the year in which the market salary comparison is scheduled to be commenced. In accordance with past methodology, each salary market review analysis will contain estimates at the 50 th , 55 th , 60 th and 65 th percentiles.”

It is important to note that achieving the 50 th market percentile does not bring every individual job to this exact target percentile. Some fall below the market percentiles, while others land close to, or on the number, and there will be positions that exceed the target percentile. However, when the non-union jobs are taken as a whole, the market salary percentile is achieved overall.

In keeping with the agreements, and council resolutions, noted above we are required to complete the next salary market review, which is for the years 2017-2018.

In 2016, prior to the start of the previous Salary Market Review, the Corporation put out RFQ #JK-080816 for the 2015/2016 Salary Market Review. As a result of this process, Annetts and Associates was selected to complete the Salary Market Review for the 2015 and 2016 years. As approved under delegated authority by sole source in CAO report #4823, the Salary Market Review for 2017 and 2018 will be completed by the same consultant. An updated RFQ will be processed for the 2019/2020 Salary Market Review.